Delegation

Delegation of A Policy Formulation Task

Introduction

Delegating jobs to others frees up a leader's time to focus on the things that only they can
accomplish or that they do best. In addition to reducing the personal burden, delegating tasks to
others has increased their drive and competence. The Vice-President of Human Resources at
Walmart is tasked with drafting a new policy concerning sick worker leave but wants to delegate
the task. Steps to delegating the policy creation task are outlined below and some advice that
would be helpful for successful delegation of the duty.

Steps in the process for effective delegation
Choosing a person who is competent in policy formulation
Walmart managers need to have a thorough grasp of their workers' strengths and
limitations and tastes and preferences. If VP Thomas has to assign the job of creating a new
policy on employee sick leave, it will take a lot of cooperation. Involve someone who enjoys
working in groups (Mullen, 2014). If he follows the advice in the preceding section and does the
audit, he will have a list of jobs to assign. When getting down with his team, it is good to go
through the list and allow everyone to choose which jobs they want to take on. Another strategy
for fostering a sense of belonging and team spirit is to let team members choose the tasks they
will be responsible for

Explaining Reasons for Duty Delegation
When work is delegated to someone without any explanation, they can fail to capture the
key aspects of the project. For instance, this one is the aspect of time.
Providing the Correct Instructions
A competent delegator offers just essential information without micromanaging. One of
the conducts of extremely operative persons encouraged by Stephen Covey is to assign outcomes
rather than techniques (Mullen, 2014). It works well to tell the staff what management wants
them to accomplish and let them figure out how to get there on their own. The manager should
not worry about getting everything right the first time; someone else could do things a little
differently than they did. That is good, as long as the workers get what is expected.
Providing Training and Resources
Because of this, managers must make sure their subordinates are equipped to succeed in
their roles. If a manager is going to delegate a job, they have to be sure the person they are
handing it off to has the tools and abilities they will provide them a means to rehearsal those
competence (Bateman, 2020). There has to be some training plan for someone who has never
used an unfamiliar tool before they can accomplish a job.
Delegating Authority and Responsibility
Many individuals have had the experience of being told to do something, only to feel that
they were not completely empowered to make a choice themselves (Bateman, 2020). Instead of
reporting to subordinates and performing the job themselves, managers who do not transfer
responsibilities sometimes report to their subordinates and do part of the work themselves.
Managers must create an atmosphere and culture in which employees are confident in their
ability to make judgments, seek clarification, and take the measures required to finish their
tasks.
Checking the outcomes to provide feedback
Nothing is more awful than a leader who delegates something to a representative and
afterward faults the worker when something turns out badly (Mullen, 2014). Instead, check the
work appointed to representatives when it is finished, ensure they did it accurately, and give
them any input expected to develop further while dealing with the assignment.

Vice President Thomas advice

Since the task requires collaboration, I would advise Vice Thomas not to delegate to
workers who specialize working alone but to give to individuals who love join forces.
To avoid micromanagement of the employees but rather delegate, dictate the outcomes
expected and leave them to figure out the rest.
Conclusion

After a task has been done perfectly well, the manager can thank the workers for a good
collaboration. Such impressions will boost the employees' productivity and motivation to work
extra hard. If a manager delegates properly, they can increase trust and commitment amongst
the staff.

References

Bateman, T. S., Snell, S., & Konopaske, R. (2020). Management. McGraw-Hill Education.
Mullen, C. (2014). Accountability and delegation are explained. British Journal of Healthcare
Assistants, 8(9), 450-453.